Gender stereotypes and workplace bias

By M. Heilman. 2012

1,352 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b287edd3fe23c380f95ed28563bc3a92fe675207

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Citations in the corpus

Women’s Participation in Open Source Software: A Survey of the Literature (2021, background): “Both descriptive (how women are) and prescriptive (how women should be) gender stereotypes and the expectations they produce can compromise a woman’s career progress [53, 54].”
But You Don’t Look Like A Scientist!: Women Scientists with Feminine Appearance are Deemed Less Likely to be Scientists (2016, neutral): “in that career) due to a mismatch between that person’s gender role and the career role elicits prejudice towards the individual (Eagly and Karau 2002; Heilman 2012).”
Raising Doubt in Letters of Recommendation for Academia: Gender Differences and Their Impact (2018, background): “the positions held by men and women (Heilman, 1983; Heilman, 2012).”
Self-reliance: A Gender Perspective on its Relationship to Communality and Leadership Evaluations (2017, background): “, dominance) evokes greater backlash against female leaders than against male leaders (Heilman, 2012; Rudman et al., 2012).”
Gender and leadership emergence: A meta‐analysis and explanatory model (2018, background): “As a consequence, the gender disparity in leader emergence has a potentially dramatic cumulative impact on women's career trajectories (Heilman, 2012).”
Combatting gender discrimination: A lack of fit framework (2018, methodology): “These expectations in turn lead to the presumption that women lack the competence necessary to do well in these positions and that they are unlikely to succeed (Heilman, 2012).”
The Times They Are a-Changing … or Are They Not? A Comparison of Gender Stereotypes, 1983–2014 (2016, background): “Selection criteria need to be specific and made explicit in advance of decision-making, with an attempt to eliminate those criteria that might in and of themselves suggest a lack of fit between a candidate and a position solely on the basis of gender (Heilman, 1983, 2012).”
Messages about brilliance undermine women's interest in educational and professional opportunities (2018, neutral): “…among men, women may be seen as less suited for the eldsfi where brilliance is valued, which may in turn give rise to biased se lection and promotion practices (e.g., Heilman, 2012; Milkman, Akinola, & Chugh, 2012; Moss-Racusin, Dovidio,…”
Why and When Does the Gender Gap Reverse? Diversity Goals and the Pay Premium for High Potential Women (2017, background): “Second, in stereotypically masculine settings, such as manufacturing, women are often viewed as incompetent or as interpersonally hostile (e.g., Eagly & Karau, 2002; Heilman, 2012).”
Practitioner’s Digest (2016, background): “Clinton is denigrated as ‘‘unlikable,’’ a criticism often leveled against successful women (Heilman, 2012).”
Gender and leadership: Introduction to the special issue. (2016, background): “As we have argued in our own work (Eagly & Karau, 2002; Heilman, 1983, 2012), this discrimination flows from the definition of leadership primarily in culturally masculine terms that disfavor women.”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “Both the lack of fit model and role congruity theory propose that for each job or position, there is a range of characteristics or competencies that are believed to be important for success (Eagly & Karau, 2002; Heilman, 2012).”
Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes (2020, background): “Women and men who engage in OCB and personal initiative are viewed differently (Heilman, 2012).”
Reducing women’s lack of fit with leadership positions? Effects of the wording of job advertisements (2015, background): “The present research provides further evidence for the lack of fit model by showing that the proportional representation of women and men in a certain job––even a linguistic representation in a job advertisement––can be related to “bias-curtailing effects” (Heilman, 2012, p. 121).”
Managing to clear the air: Stereotype threat, women, and leadership (2016, background): “women and men are) and prescriptive components (i.e., prescribing how women and men should or should not be; Burgess & Borgida, 1999; Eagly & Karau, 2002; Glick & Fiske, 1999; Heilman, 2012).”
Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy (2019, background): “Social identity theory (Tajfel & Turner, 1986), the “lack of fit” model (Heilman, 2012), role incongruity theory (Eagly & Karu, 2002), and the status incongruity hypothesis (Rudman, Moss-Racusin, Phelan, & Nauts, 2012) provide useful frameworks for understanding why and when sex discrimination…”